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Republic of the Philippines


G.R. Nos. 92777-78 March 13, 1991

by ISAGANI ECAL, petitioners,
INC., respondents.

the latter, is Ecal engaged in "job" contracting or "labor-only"

contracting? What then is the extent of the liability of private
respondent? These are the questions raised in this petition.
This case traces its origin from two consolidated complaints for
illegal dismissal and money claims filed by petitioners Isagani
Ecal, Crisologo Ecal, Nelson Buenaobra, Narding Bandogelio,
Wilmer Echague, Rogelio Castillo, Alfredo Fernando, Oligario
Bigata, Roberto Ferrer and Honesto Tanael against private
respondents Hi-Line Timber, Inc. (hereinafter referred to as HiLine) and Jimmy Matchuka, the company foreman, with the
Department of Labor and Employment docketed as NLRC case
No. RAB-03-09-0107-87 and No. RAB III-09-0116-87.


In their complaints/position papers, petitioners alleged, among

others, that they have been employed by Hi-Line as follows:
Isagani Ecal, from February, 1986; Crisologo Ecal, Buenaobra,
Bandogelio, Fernando, Bigata, Ferrer and Tanael, from March 3,
1986; and Castillo and Echague, from May 1, 1986; that except
for Isagani Ecal, they were all receiving a salary of P 35.00 a day;
that they were required to report for work 7 days a week including
rest days, legal holidays, except Christmas and Good Friday from
7:00 A.M. to 7:00 P.M.; that they were not given living allowance,
overtime pay, premium pay for rest days and legal holidays, 13th
month pay and service incentive leave pay; and, that on June 6,
1987, they were not allowed to work and instead were informed
that their services were no longer needed.

Is there an employer-employee relationship between petitioners

and private respondent Hi-Line Timber, Inc. or merely an
employer-independent contractor relationship between said
private respondent and petitioner Isagani Ecal with the other
petitioners being mere contract workers of Ecal? In the case of

Private respondents, on the other hand, denied the existence of

an employer-employee relationship between the company and
the petitioners claiming that the latter are under the employ of an
independent contractor, petitioner Isagani Ecal, an employee of
the company until his resignation on February 4, 1987.

Armando A. San Antonio for petitioners.

Chicote Abad & Macaisip Law Offices for private respondents.

After submission of the supplemental position papers and other

evidence by the parties, the labor arbiter rendered his decision
dated June 10, 1988 finding no employer-employee relationship
between the parties. Thus, he dismissed the two cases for lack of
merit. 1
On appeal, public respondent National Labor Relations
Commission (NLRC) affirmed the aforesaid decision of the labor
arbiter in a resolution dated October 2, 1989. 2
The motion for reconsideration of petitioners was denied in a
resolution dated March 12, 1990. 3
In this petition for certiorari, petitioners primarily question the
finding of the public respondent NLRC that no employeremployee relationship existed between them and Hi-Line Timber,
Inc. They contend that petitioner Isagani Ecal is not an
independent contractor but a mere employee of Hi-Line Line.
In response, the Solicitor General points out that the issue of
whether or not an employer-employee relationship exists between
the parties is a question of fact and the findings of the labor
arbiter and the NLRC on this issue are conclusive upon this Court
if they are supported by substantial evidence 4 as in this case.
The NLRC ruled
We have carefully examined and evaluated the basis
of the decision of the Labor Arbiter and to Our mind
his factual findings are indeed supported by
substantial evidence. Thus, we cite a few of the clear
and convincing evidence and record which
compelled the Labor Arbiter to disregard the claim of
the complainants that there was (an) employer-

employee relationship between the contending

parties. Firstly, the affidavit of respondents'
personnel officer, Elizabeth Natividad, dated 22 April
1988, clearly attesting to the fact that complainants,
except Isagani Ecal, who worked at their plant at
Bocaue, Bulacan, from 24 April 1986 up to 4
February 1987 and who tendered his resignation on
the latter date, were not at all employees of
respondents; secondly, the payrolls of the
respondents do not indicate that said complainants
were employees of the respondents; thirdly, the
Sinumpaang Salaysay of Jose Mendoza, the
Secretary-Treasurer of the Hi-Line Workers UnionConfederation of Free Laborers (CFL), a registered
labor Union under Reg. Cert. No. (FED-425)-675611, issued March, 1987, to the effect that none of the
complainants, except Isagani Ecal, were listed as
members of the union and/or employees of
respondents; and lastly, two (2) Sinumpaang
Salaysay dated 22 April 1988 executed by
respondents' company guard Honorio T. Battung and
Foreman Clemente S. Sales, respectively, attesting
that it was only Isagani Ecal who worked with
respondents but resigned on 4 February 1987 to
work as (an) independent contractor. 5

Petitioners claim that the NLRC based its decision solely on the
evidence aforestated and completely ignored the evidence they
presented thus denying them due process. The Court carefully
examined the records of the case and finds that the NLRC limited
itself to a superficial evaluation of the relationship of the parties
based mainly on the aforestated documents with emphasis on the
company payrolls without regard to the particular circumstances
of the case.

The finding of the NLRC that Isagani Ecal is no longer an

employee of Hi-Line line is amply supported by the evidence on
record. His resignation letter dated February 4, 1987 stating "ako
po ay magreresign na sa aking trabaho bilang "laborer" sapagka't
nakita ko na mas malaki ang kikitain kung mangongontrata na
lamang " 6speaks for itself. This was unsuccessfully rebutted by
To determine whether there exists an employer-employee
relationship, the four-way test should be applied, namely: (1)
selection and engagement of the employee; (2) the payment of
wages; (3) the power of dismissal; and (4) the power to control
the employee's conductthe last being the most important
element. 7 Neither the NLRC nor the labor arbiter utilized these
guides in their disposition of the complaint.
The records show that Hi-Line does not choose the workers but
merely accepts whoever may be selected by petitioner Isagani
Ecal. Petitioners are not included in the payroll. Instead a lump
sum of P1,400.00 is given to Isagani Ecal or his representative
Solomon de los Santos, every four days, to cover their wages for
the period which the petitioners divide among themselves.

Private respondents allege that Isagani Ecal customarily removes

some of his laborers at the Hi-Line sawmill and assigns them to
other sawmills; however, there was no evidence adduced to show
that indeed Ecal regularly or even once transferred some of his
workers to other sawmills. Petitioners worked at the company
compound at Wakas, Bocaue, Bulacan, at least eight hours a day,
for seven days a week so that it would be impossible for them to
find time to work in some other sawmill. On June 6, 1987, the
company unilaterally terminated the services of petitioners
without notice allegedly on the ground that its contract with
Isagani Ecal has already expired.
As to the matter of control, it would seem that petitioners were
mostly left on their own to devise the most expeditious way of
segregating lumber materials as to sizes and of loading and
unloading the same in the chamber for drying. However, their task
is performed within the work premises of Hi-Line, specifically at its
Kiln Drying Section, so it cannot be said that no amount of control
and supervision is exerted upon them by the company through
their foremen, private respondent Matchuka and Clemente S.
Sales. Moreover, the very nature of the task performed by
petitioners requires very limited supervision as there are only so
many ways of segregating lumber according to their sizes and of
loading and unloading them in the dryer so that all that the
company has to do is to check on the results of their work.
The foregoing observation suggests that there is a certain
relationship existing between the parties although a clear-cut
characterization of such relationship whether it is an employeremployee relationship or an employer-independent contractor
relationship is unavailing. Hence, a closer scrutiny of said
relationship is in order.

Petitioners urge that even assuming arguendo that Isagani Ecal is

an independent contractor, he should be considered only a labor
supplier who is deemed an agent of the company so that
petitioners should enjoy the status of being its employees;
therefore, Hi-Line should be held liable for illegally dismissing
petitioners and for the non-payment of benefits due them. Private
respondents, however, maintain that Isagani Ecal is an
independent contractor or a job contractor.
The Solicitor General adopts the theory that Ecal is an
independent contractor. However, he faults the labor arbiter for
his failure to determine the benefits due petitioners, an issue
raised by the latter, on the ground that Hi-Line, being an indirect
employer, is jointly and severally liable with Isagani Ecal to the
extent of the work performed by the employees as if they were
directly employed by it. He, therefore, seeks the remand of the
case to the labor arbiter for determination of the unpaid benefits
of petitioners.
The pertinent provisions of the Labor Code, as amended, are:
Art. 106. Contractor or subcontractor.
Whenever an employer enters into a contract with
another person for the performance of the
former's work, the employees of the contractor
and of the latter's subcontractor, if any, shall be
paid in accordance with the provisions of this
In the event that the contractor or subcontractor
fails to pay the wages of his employees in
accordance with this Code, the employer shall be
jointly and severally liable with his contractor or

subcontractor to such employees to the extent of

the work performed under the contract, in the
same manner and extent that he is liable to
employees directly employed by him.
The Secretary of Labor may, by appropriate
regulations, restrict or prohibit the contracting out
of labor to protect the rights of workers
established under this Code. In so prohibiting or
restricting, he may make appropriate distinctions
between labor-only contracting and job
contracting as well as differentiations within these
types of contracting and determine who among
the parties involved shall be considered the
employer for purposes of this Code, to prevent
any violation or circumvention of any provision of
this Code.
There is "labor-only" contracting where the person
supplying workers to an employer does not have
substantial capital or investment in the form of
tools, equipment, machineries, work premises,
among others, and the workers recruited and
placed by such person are performing activities
which are directly related to the principal business
of such employer. In such cases, the person or
intermediary shall be considered merely as an
agent of the employer who shall be responsible to
the workers in the same manner and extent as if
the latter were directly employed.
Art. 107. Indirect Employer. The provisions of
the immediately preceding Article shall likewise

apply to any person, partnership, association or

corporation which, not being an employer,
contracts with an independent contractor for the
performance of any work, task, job or project.
Under the provisions of Article 106, paragraphs 1 and 2, an
employer who enters into a contract with a contractor for the
performance of work for the employer does not thereby establish
an employer-employee relationship between himself and the
employees of the contractor. The law itself, however, creates
such a relationship when a contractor fails to pay the wages of his
employees in accordance with the Labor Code, and only for this
limited purpose, i.e. to ensure that the latter will be paid the
wages due them. 8
On the other hand, the legal effect of a finding that a contractor is
merely a "labor only" contractor was explained in Philippine Bank
of Communications vs. National Labor Relations Commission, et
al., 9
. . . The "labor-only" contractor i.e., "the person
or intermediary" is considered "merely as an
agent of the employer." The employer is made by
the statute responsible to the employees of the
"labor only" contractor as if such employee had
been directly employed by the employer. Thus,
where "labor-only" contracting exists in a given
case, the statute itself implies or establishes an
employer-employee relationship between the
employer (the owner of the project) and the
employees of the "labor-only" contractor, this time
for a comprehensive purpose: "employer for
purposes of this Code, to prevent any violation or

circumvention of any provision of this Code." The

law in effect holds both the employer and the
'labor-only' contractor responsible to the latter's
employees for the more effective safeguarding of
the employees' rights under the Labor Code.
Sections 8 and 9, Rule VIII, Book III of the Omnibus Rules
implementing the Labor Code set forth the distinctions between
"job" contracting and "labor-only" contracting
Sec. 8. Job contracting. There is job
contracting permissible under the Code if the
following conditions are met:
(1) The contractor carries on an independent
business and undertakes the contract work on his
own account under his own responsibility
according to his own manner and method, free
from control and direction of his employer or
principal in all matters connected with the
performance of the work except as to the results
thereof, and
(2) The contractor has substantial capital or
investment in the form of tools, equipments,
machineries, work premises, and other materials
which are necessary in the conduct of his
Sec. 9. Labor-only contracting (a) Any person
who undertakes to supply workers to an employer
shall be deemed to be engaged in labor-only
contracting where such person:

(1) Does not have substantial

capital or investment in the form of
tools, equipments, machineries,
work premises and other
materials; and
(2) The workers recruited and
placed by such person are
performing activities which are
directly related to the principal
business or operations of the
employer in which workers are
habitually employed.
(b) Labor-only contracting as defined herein is
hereby prohibited and the person acting as
contractor shall be considered merely as an agent
or intermediary of the employer who shall be
responsible to the workers in the same manner
and extent as if the latter were directly employed
by him.

section. He definitely does not have sufficient capital to invest in

tools and machineries. Private respondents, however, claim that
the business contracted by Ecal did not require the use of tools,
equipment and machineries and the contracted task had to be
executed in the premises of Hi-Line. Precisely, the job assigned
to petitioners has to be executed within the work premises of HiLine where they use the machineries and equipment of the
company for the drying of lumber materials. Even the company's
personnel officer Elizabeth Natividad admitted that Ecal resigned
in order to supply manpower to the company on a task
basis. 10 By the very allegations of private respondents, it is quite
clear that Isagani Ecal only supplies manpower to Hi-Line within
the context of "labor-only" contracting as defined by law.
There is also no question that the task performed by petitioners is
directly related to the business of Hi-Line. Petitioners were
assigned to sort out the lumber materials whether wet or fresh
kiln as to sizes and to carry them from the stockpile to the dryer
where they are loaded for drying after which they are unloaded.
The work of petitioners is an integral part of the operation of the
sawmill of Hi-Line without which production and company sales
will suffer.

xxx xxx xxx

Applying the foregoing provisions, the Court finds petitioner
Isagani Ecal to be a "labor-only" contractor, a mere supplier of
manpower to Hi-Line. Isagani Ecal was only poor laborer at the
time of his resignation on February 4, 1987 who cannot even
afford to have his daughter treated for malnutrition. He resigned
and became a supplier of laborers for Hi-Line, because he saw
an opportunity for him to earn more than what he was earning
while still in the payroll of the company. At the same time, he
continued working for the company as a laborer at the kiln drying

A finding that Isagani Ecal is a "labor-only" contractor is

equivalent to a finding that an employer-employee relationship
exists between the company and Ecal including the latter's
"contract workers" herein petitioners, the relationship being such
as provided by the law itself. 11
Indeed, the law prohibits "labor-only" contracting and creates an
employer- employee relationship for the protection of the
laborers. The Court had in fact observed that businessmen, with
the aid of lawyers, have tried to avoid the bringing about of an

employer-employee relationship in some of their enterprises

because that juridical relation spawns obligations connected with
workmen's compensation, social security, medicare, minimum
wage, termination pay and unionism. 12
This unscrupulous practice is quite evident in the case at bar. It is
company policy that once an employee is assigned to the kiln
drying section, he is no longer included in the payroll and is then
paid on a task basis, even if he had long been employed with the
company. Since the employee will no longer be included in the
payroll, it becomes easy for the company to deny the regular
employment of such a worker and is able to avoid whatever
obligations it may have under an employer-employee relationship.
Moreover, Hi-Line limits the period of undertaking to only four
days presumably to make termination of the services of
petitioners easier and to prevent them from attaining regular
status. The company had no doubt taken advantage of these
laborers in order to escape liability for benefits and privileges
accruing to one holding a regular employment. Without a law
prohibiting "labor-only" contracting to protect the rights of labor,
these poor workers will always be at the mercy of the employer.
Since petitioners perform tasks which are usually necessary or
desirable in the main business of Hi-Line, they should be deemed
regular employees of the latter 13 and as such are entitled to all
the benefits and rights appurtenant to regular employment.
Being regular employees, they should have been afforded due
process prior to their dismissal. 14 Instead they were
unceremoniously dismissed on June 6, 1987 when they were not
allowed to enter the company's premises by the security guards.
The argument of private respondents that the contract of Ecal
with the company expired cannot be sustained. Petitioners may

only be dismissed for an authorized or just cause and after due

At this juncture, We note that petitioners and private respondents
allege conflicting dates of employment of the former. Petitioners
claim that as early as March or May, 1986, they have already
been working with Hi-Line Line, while private respondents
contend that it was only in April, 1987 that they had been
engaged by the company. This Court is not a trier of facts and
there is not enough basis in the records to enable Us to come up
with definite dates of employment. However, whatever be the
date of their employment, petitioners will still be considered
employees of the company. If petitioners had started their
employment in 1986, they would have rendered more than 1 year
of service at the time of their dismissal and, therefore, should be
considered regular employees. Even if they have been engaged
only in April of 1987, they will still be deemed regular employees
for as earlier indicated, Isagani Ecal is a "labor-only" contractor
and petitioners perform activities directly related to the principal
business of Hi-Line Line.
Petitioners, having been illegally dismissed on June 6, 1987, are
entitled to backwages equivalent to three years without
qualifications and deductions in line with prevailing jurisprudence.
WHEREFORE, the decision of public respondent NLRC is hereby
REVERSED and SET ASIDE. Private respondent Hi-Line Timber,
Inc. is hereby ordered to reinstate petitioners to their former
positions with backwages equivalent to three (3) years without
deductions and qualifications. The records of the case are
remanded to the labor arbiter for determination of the unpaid
benefits due petitioners. No costs.

Narvasa, Cruz, Grio-Aquino and Medialdea, JJ., concur.